1. Roger's Adoption Curve
   1. 2.5% Initial adopters
   2. 13.5% begin to integrate change
   3. 34% Join
   4. 34% additional join
   5. 16% remaining join, if at all
   6. Managing curve can reduce the negative consequences and speed up the transition
2. Managing Endings
   1. Contol attitude
   2. Be tolerant
   3. Expect change - Flexible
   4. Don't blame everything on change initiative
   5. Be prepared for psychological soreness
   6. Use change as an opportunity for growth
   7. Practice stress management
   8. Keep doing your job
3. Lewin's Model
   1. Unfreeze from status quo
   2. Change should occur during fluid state
   3. Refreeze into new status quo
4. Kotter's Model
   1. Create a sense of urgency
   2. Pull together a guiding team
   3. Create a change vision and strategy
   4. Communicate for buy-in
   5. Empower others to realize the change vision
   6. Produce short term wins
   7. Don’t let up
   8. Anchor change in the culture
5. Obstacles To Learning
   1. Lead by example
      1. Management must admit mistakes
      2. Reduces fear
      3. Builds trust
   2. Reward mistakes
      1. Failures contain valuable information
      2. Encourages learning environment
   3. Recognize failure
      1. Identify areas for improvement
      2. Avoids future danger
6. Resilient People
   1. Ability to focus on process and content
   2. Excellent interpersonal skills
   3. Realistic self-esteem
   4. Balanced life-style
   5. Optimistic outlook
   6. Problem solving skills
   7. Empathic capacity and reduced power needs
7. Bridge's Model
   1. Ending
      1. Say goodbye to the old
   2. Neutral Zone
      1. Past is gone
      2. Future is uncertain
   3. New Beginning
      1. Shift into drive
      2. Confusion cleared
8. Integrative Model of Change
   1. Stable past
   2. Change leads to fear/anger/resistance
   3. Transition - questioning future
   4. Re-stabilize - learning / acceptance / commitment